Employee Stock Options. Done Right.

Design for belief, not bondage.

If you design handcuffs, you get educated criminals. Stock options should inspire ownership — not compliance. We help you build an ESOP strategy anchored in your values, your vision, and your culture.

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The Question Behind the Question

What are your employees really asking themselves?

You think they are asking about strike prices and funding rounds, but they are actually asking: Does the founder value my contribution? Am I part of the vision?

When someone good leaves, it's rarely just because of the money—it's because the emotional connection broke. Stock options are often used to answer the ‘How’ and ‘What’ of retention, but they fail to address the ‘Why’.

Extrinsic motivation breeds compliance. We are building an ownership mindset that breeds commitment and inspires an employee every single day.

Read the Full PerspectiveExplore the VVC Model
The VVC Standard

Open-Sourcing Our Methodology.

After 20+ years and hundreds of ESOP designs, we've translated our collective wisdom into the VVC Standard. A 60-page definitive guide detailing the IBO Method, the MYSMYV Principle (More You Stay More You Vest), and the “Gracias Options” and “Growth Options”, and everything else you need to know about stock options design.

Read & Download the Standard
What We Do

How we help you.

Design & Structure

Instrument selection, grant sizing, pricing, vesting schedules, benchmarking, and Board presentations. We start with your values, not a template.

Document & Legalise

ESOP scheme documents, board and shareholder resolutions, grant letters, and exercise notices. Every word reviewed, every comma intentional.

Communicate & Inspire

A grant letter is a dead piece of paper until you infuse life into it. We help you shift the conversation from valuation to values.

The 6D Framework

Discover, Design, Document, Price, Conditions, Frequency — six dimensions to craft a stock options strategy that is authentically yours.

VVC Ownership Model

Values, Vision, Culture — the intrinsic engine that makes ESOPs work. Without VVC, stock options are just financial bribes.

Compliance & Governance

IndAS 102, IFRS 2, US GAAP, SEBI, FEMA, Companies Act. We take on the heavy lifting so your scheme operates flawlessly.

How We Work

A 12-week engagement. Four phases.

Every engagement follows a disciplined, repeatable process — from contemplation to execution. We don't rush this. Your stock options strategy deserves the time it takes to get it right.

Phase 01

Foundation

Weeks 1–2

Identify personal values, define your Non-Financial Vision (NFV), and codify the company culture. This is where the emotional contract begins.

Phase 02

Design

Weeks 3–5

Map team criticality, calculate grants using the IBO method, and finalize pricing and vesting terms. Every number must have a reason.

Phase 03

Legal

Weeks 6–9

Draft explanatory statements, hold shareholder assemblies to adopt the plan, and finalize corporate documentation. Every comma is intentional.

Phase 04

Rollout

Weeks 10–12

Conduct one-on-one sessions (The 'Founder Talk') and issue the final grant letters. This is where the ownership mindset comes alive.

See the Full 6D FrameworkStart Your Engagement
The Next Step

Let's get this right.

Your organisation has a unique past, present, and future. Your history with your employees is unique. You need a stock options strategy that reflects what you're trying to build and who you're trying to build it with.

tarun@justesops.com